A Simple Explanation: Normative vs. Ipsative Assessments

When it comes to assessment tools, there are two categories: Normative and Ipsative. Normative assessments are used for hiring. Additionally, normative assessments measure quantifiable traits which allows individuals to be compared to other individuals. The main purpose of a normative assessment is to predict performance, strengths, and risks. Best practice when it comes to recruitment, selection, hiring, training and development, and succession planning is the use of normative assessments. The ProfileXT Select is a normative assessment.

Ipsative assessment tools only measure orientations and the relative strengths of the individual completing the assessment. Ipsative assessments are not compared to other individuals. There are many popular assessment tools which fall into the Ipsative Assessment category: Myers Briggs, DISC, and the Predictive Index are examples of these user-friendly assessments. I started out many years ago getting certified at Ohio State University for the distribution and interpretation of Myers Briggs and DISC. I have also used the TTI assessment. Most of these assessments are based on four dimensions and the questions are forced choice questions which ask an individual to choose between categories such as most and least.

The main concern with ipsative assessment is the legal implications which should be considered when related to recruitment and selection. Ipsative Assessments are not legally defensible when it comes to making employment related decisions. Hiring would be such a decision. MBTI and DISC will even state in the technical manuals the tools are not to be used for employee selection.

“DiSC is not recommended for pre-employment screening because it does not measure a specific skill, aptitude or factor specific to any position.”“DiSC is not a predictive assessment so assumptions should not be made regarding an applicant’s probability of success based solely on their style.” --DiSC Profile

“It is not, and was never intended to be predictive, and should never be used for hiring, screening or to dictate life decisions.” --CPP, publisher of the Myers-Briggs

The goal when it comes to hiring is to have a comparison among individuals who are top performers in a given position. Normative assessments help to predict performance of individuals. The key is to choose the right assessment for the current situation. Predictive Index is a good tool when it comes to individual coaching. The focus with an ipsative tool is on the individual team member and not on comparisons. Ipsative assessments are not appropriate when considering assessments for selection. One of the main reasons is ipsative assessments are not predictive.

The bottom-line is assessments are designed for specific purposes, and it is important when it comes to hiring and selection to utilize a normative assessment tool so individuals can be compared to other individuals who have had success in a particular position. Still, one always has to consider the assessment tool is only 33% of the process.